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Conditions of Service for
Teachers and Managers in
Lancashire Adult Learning
Section 3
SUMMARY OF CONDITIONS OF
SERVICE FOR TEACHERS AND
MANAGERS
Revised January 2005
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Conditions of Service for Teachers and Managers
(Revised January 2005)
1. Staff Covered by this Document
This document covers all full-time, fractional and hourly paid teachers and
management spine staff employed by Lancashire Adult Learning.
2. Appointments
All appointments are subject to satisfactory completion of a one-year
probationary period. Induction will include a review near the end of the first
year to discuss the probationary period.
All appointments are subject to satisfactory medical clearance, clearance
through the Criminal Records Bureau and to you providing documentary
evidence of your National Insurance Number as required under the provision
of the Asylum and Immigration Act 1996.
For hourly paid staff, all appointments are subject to sufficient enrolments on
classes. If the class is cancelled before the first session, and the teacher is
notified in advance, no payment is made.
If the class is cancelled at the beginning of the first session, the teacher is
entitled to one hour’s payment for the teaching and related duties.
If the class is cancelled, and the teacher notified before the second session,
the teacher is not entitled to any additional payment beyond that received for
the first session.
If the class is cancelled at the beginning of the second session, the teacher is
entitled to one hour’s payment for the teaching and related duties for that
session.
If the class is cancelled, and the teacher notified before the third session, the
teacher is not entitled to any additional payment beyond that received for the
second session.
When the class meets for the 3rd session, the class is said to have formed.
However, the Authority does not guarantee that classes will continue to be
taught for the whole of the expected period and reserves the right to suspend
or cancel at any time for whatever reason.
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3. Induction and Professional Development
Induction
All new staff are entitled to an induction to their workplace and new post,
including familiarisation with their Conditions of Service. Two hours is
normally paid for the designated induction activities that form part of this
programme.
Staff Development
Hourly paid staff are required to participate in
- Curriculum Development Team Meetings. This will normally involve at least
one 2 hour meeting per year for which payment will be made.
- Mandatory staff development. This will not normally exceed 4 hours per
year for which payment will be made.
- The annual review process. This process will include completion of a written
evaluation/review. It may also involve staff attending an interview and, where
this is the case, staff will normally be paid 11/2 hours for pre-interview
preparation, the interview and post-interview feedback.
Full-time and fractional teachers are entitled to the equivalent of five days per
year for the purposes of staff development. Some of this may be undertaken
off-site at designated venues with the approval of the Principal.
4. Flexible Working Opportunities
Employees have the right to request a variation to their contracts so that they
can work more flexibly and thereby balance their childcare responsibilities
with their work commitments. Requests should be put in writing to the
zone / college Principal.
The Authority has a number of specific schemes which address both Equal
Opportunities and the recruitment and employment needs of adult colleges
and zones. The opportunities include: -
Career Breaks
Re-entry to Teaching
Job Sharing
Voluntary Reduction of Working Hours
Opportunities can be discussed with the college/zone Principal.
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5. Rates of Pay and Teaching Duties
a) Teaching rates. There is one rate of pay for all teaching, irrespective
of the academic level of the teaching or whether or not the class that is
being taught leads to a qualification. The normal rate paid for teaching
is Spinal Point 5 of the lecturer scale.
b) Duties associated with Teaching. These are detailed in the tutor job
description and include:
• preparing programmes of learning
• ensuring that individual learner needs are identified and met,
including assessing learner progress and achievement
• implementing quality assurance system
• undertaking professional administrative duties
• for courses that lead to an accredited outcome, undertaking
relevant duties in relation to external assessment and
accreditation
c) Non-teaching duties. Duties not covered in the tutor job description
are referred to as non-teaching duties. These include:
• additional learning support
• additional tutorial support
• advice and guidance
• internal verification
• leadership of a course team
• lesson observation
• materials development
• new course development
• staff development and attendance at meetings
• staff interviews
• student initial assessment interviews
• student interviews
• tutor organiser
• work place assessors
If the duties required in 5c) are required of hourly paid staff, a separate
or additional contract is generated; details are summarised at Section
16 of the Red Book. The hourly rate of pay is defined for each duty and
is pro-rata to a spinal point on the Teaching Scale. However, work
which is broadly comparable to that carried out by administrative staff,
will be paid at APT & C rates.
d) Holiday Pay.
The holiday pay for full-time and fractional staff is
• 55 days including bank holidays for a full-time teacher
• 47 days including bank holidays for management spine staff
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Full-time and fractional staff will take leave at times agreed with the
Principal.
The holiday pay for hourly paid staff is pro-rata to the full-time
entitlement. Hourly paid staff must take leave at times when there are
no commitments to teaching or related duties. Holiday pay for hourly
paid staff is included in the hourly rate of pay.
e) Salary Payments. Salaries are paid monthly into a bank account.
Hourly paid staff complete a timesheet, which is, processed monthly.
f) Pay Awards. An annual pay award is normally agreed by the Authority
after consultation and negotiation with NATFHE and ACM and is dated
from 1 August each year. The current salary scales are contained in
Section 4 of the Conditions of Service Manual.
g) Travel Expenses. These are not normally payable between home and
the centre where you teach, unless specifically authorised by the
Principal for the transport of essential equipment, which could not be
transported by public transport.
Staff using their vehicles for County Council business must have
insurance, which covers business use.
Travel expenses will be paid to tutors where, in the course of the same
day and where the contracted hours are consecutive, they undertake
duties as part of their contract (including teaching, support, attending
meetings, etc) at more than one venue. A contract is deemed to be
consecutive where it involves work for the same zone and where the
contracts are no longer apart than a one hour lunch or tea break plus
travel time. Example: If a teaching session ends at 12.00 and there is
another teaching session at 14.00, it would be a consecutive contract if
travel involved one hour and a lunch break of one hour is taken.
Similarly, if a teaching session ends at 17.00 and there is another
teaching session at 18.30, it would be a consecutive contract if travel
involved 30 minutes and a one hour tea break is taken.
Where this is the case, the following arrangement will apply:
One of the centres will be identified as the place of the work. This will
be the centre, which is closest to the tutor’s home. Travel costs will be
reimbursed at the standard mileage rate for journeys to and from the
identified place of work to the other centre(s).
In addition, an estimate of the journey time will be made by the
programme manager and payment to the tutor will include an element
related to time spent travelling paid at spinal point one.
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Travel expenses claim forms are available from the Zone or College
Reception. The rates payable are published each year in Section 4 of
the Conditions of Service.
6. The Working Week
a) A full-time teacher works 36 hours per week, a total of 1872 hours per
year (including holidays) or 1476 hours (excluding holidays). Of this,
not more than 800 hours shall be teaching and 344 hours are allowed
for duties associated with that teaching. This leaves 332 hours for non-
teaching related duties. Fractional staff contracts are pro rata each to of
these components.
Hourly paid staff contracts are pro-rata to full-time teaching and the
duties related to teaching.
A full-time teacher may be allowed to spend up to six working hours per
week off-site, at the discretion of the Principal.
A full-time teacher shall not be required to attend for more than 10
sessions per week. Normally, a session shall not exceed 3.6 hours and
in no circumstance should a teacher be required to spend more than 4
hours in any one session. There must be a break of at least ½ hour,
between working sessions.
Teachers shall not be required to teach for more than 14 consecutive
weeks. After completing 14 weeks, a teacher shall be entitled to a break
from teaching of at least 2 weeks.
A full-time member of staff shall teach a maximum of 21 hours per week
over a 40-week period with averaging up to a maximum of 20 additional
hours in any one term.
b) Management Spine Staff work the hours stated on their contract. For
most management spine staff, this is 37 hours per week, a total of 1925
hours per year (including holidays) or 1576 hours per year (excluding
holidays). However, management spine staff at the Residential
Colleges and also Senior Managers are required to work the hours
necessary to perform their job. These may exceed 37 hours.
c) Hours for evening, weekend and residential work are paid at standard
rates. A full-time member of staff is not normally expected to work
more than 2 evenings a week, unless by mutual agreement. The
demands of Residential Colleges require greater flexibility and working
hours will be negotiated separately with staff.
7. Absence from Work
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a) Sickness. Absence from work due to ill health, or for other reasons,
must be reported immediately to your line manager at the college/zone.
The Authority’s Self-Certification procedures apply:
For absences between 4 and 7 days teachers are required to complete
a self-certification form.
For absences beyond 7 days, teachers will be required to obtain a
medical statement signed by a doctor. Saturdays and Sundays are
deemed to be a working day for this purpose.
Staff who are absent from work for prolonged periods will be referred to
the County Medical Officer.
Sick Pay Entitlements for full-time staff are contained in Section 5 of the
Conditions of Service Manual. The entitlement for part-time staff is
currently under review.
b) Special and Parental Leave. Leave of absence with pay will be
granted on compassionate grounds. Entitlements are detailed in
Section 6 of the Conditions of Service Manual. These are currently
under review.
c) Other Leave. The full scheme of entitlement to leave with/without pay
is contained at Section 6 of the Conditions of Service Manual.
d) Maternity Leave. Details of the Maternity Scheme for teachers are
available at Section 7 of the Conditions of Service Manual.
e) Time-Off for Trade Union Duties. This is subject to local agreement.
8. Notice Periods/Termination of Employment
For full-time staff, the period of notice required of both employer and
employee is two calendar months before the end of the Spring or
Autumn Terms or not less than 3 calendar months before the end of the
Summer term, where the notional Terms are:
Spring Term 1 January - 30 April
Summer Term 1 May - 31 August
Autumn Term 1 September - 31 December
Or 1 week for each completed year of service up to 12 weeks for staff
with 8 years or more continuos service whichever is the greater.
For hourly paid staff, the period of notice required of both employee and
employer to terminate the contract once the class has been formed (as
distinct from cancellation or suspension of a class) is one week.
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An hourly paid teacher ceases to be employed on the termination date
of the class (as detailed in the letter of appointment) unless the contract
is otherwise terminated or varied by agreement with the Principal.
9. Pension and Retirement
All full-time teachers are automatically within the Teachers’ Pension
Scheme unless they elect to opt out. Fractional and hourly paid staff
may elect to join the Teachers’ Pension Scheme by completing Form
261.
A contracting out certificate is in force in respect of the Teachers’
Pension Scheme. This means that the Scheme has been approved by
the Occupational Pensions Board and applies in place of the state
additional pension scheme.
Most staff choose to retire by the time they reach the age of 65.
Employment beyond the age of 65 is permitted at the discretion of the
Principal. Staff who wish to work beyond 65 should approach the
Principal at the earliest opportunity.
Teachers’ pensions become available to staff who retire at 60.
Actuarially reduced pensions are available for staff aged 55. Further
details are available from The Teachers’ Pension Agency.
Details with regard to pension matters are available from the Teachers’
Pension Agency Website www.teacherspensions.co.uk. A booklet
“Your Pension – a guide to the Teachers Pension Scheme” is available
from The Teachers’ Pension Agency.
Further information and advice about pensions is available from the
ECS Personnel Team at County Hall, contact extension 31732.
Guidelines and worked examples are available in the Conditions of
Service Manual.
10. Redundancy Procedures
These are detailed in Section 8 of the Conditions of Service Manual.
11. Insurance
The insurance related risks faced by teachers in the course of their
employment fall into the following categories:
Personal Injury
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Loss/damage of personal property
Legal liability
Use of privately owned motor vehicles
Responsibility for money.
Details of the cover provided by the Authority are contained in Section 9
of the Conditions of Service Manual.
12. Disciplinary and Capability Procedures
Disciplinary and Capability procedures are necessary to ensure
fairness in the treatment of employees. Proven incompetence or
misconduct may require the Principal or Principal's representative to
investigate and consider whether formal action should be taken against
a teacher, or whether informal resolution is appropriate. When formal
action is initiated, formal procedures are followed, provided at Section
10 of the Conditions of Service Manual.
13. Grievance Procedure
There are established procedures for settling individual staff
grievances, which are provided at Section 11 of the Conditions of
Service Manual.
14. Re-grading Procedure
An employee who considers that a regrading is justified on the grounds
of increased duties and responsibilities should submit the appropriate
application form to the college/zone Principal. The Regrading
Procedure is provided at Section 14 of the Conditions of Service
Manual.
15. Health and Safety
All employees have a statutory duty to observe all health and safety
rules and take all reasonable care to promote health and safety at work.
It is the responsibility of all employees to:
• Take reasonable care of their own safety and that of other persons
• Co-operate with the employer on health and safety matters to
enable the employer to carry out its own responsibilities successfully
• Use correctly any equipment provided for his/her safety
• Report any defective equipment to his/her line manager or other
appropriate person
• Report accidents or dangerous occurrences at the earliest possible
opportunity
• Be familiar with and observe at all times all safety policies and
procedures
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• Take reasonable precautions to ensure the safety of all persons in
their charge.
• Participate in appropriate Staff Training
A copy of the County Council Health and Safety Policy is provided at
Section 12 of the Conditions of Service Manual.
16. Copyright
When the Authority employs staff specifically to produce materials for
curriculum use, these materials shall belong to the Authority and not the
individual member of staff.
Schemes of work and lesson plans produced by a teacher shall remain
the property of the teacher, but the college/zone shall be provided with
copies on request.
17. Equal Opportunities at Work
The Authority is committed to ensuring all employees have equal
treatment in the workplace. The Authority’s Policy is provided at
Section 13 of the Conditions of Service Manual. An Equal Opportunities
Policy for the appropriate zone/college is in the same Section.
18. Negotiation Rights and Consultation
The County Council recognises NATFHE and ACM for consultation and
negotiating purposes for pay and conditions of service for teachers and
management spine staff. Consultation and Negotiation Procedures are
detailed in a separate paper available at Section 1 of the Conditions of
Service Manual.
A Liaison Group made up of Trade Union and Employer
representatives meets approximately 3 times each year. This Group
will keep the Conditions of Service for Teachers and Management Staff
and their appendices under regular review.
19. Membership of a Trade Union
All staff have the following rights in respect of Trade Union membership
and activities:
• to be a member of any Trade Unions
• Not to belong to a Trade Union or unregistered organisation of
workers, or to any particular Trade Union or organisation.
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• As a member of a Trade Union, to take part in its activities at
appropriate times and to seek election to and hold office in the
Union.
20. Trade Union Facilities
The Authority has a Facilities Agreement for representatives of
Recognised Trade Unions in Section 2 of the Conditions of Service
Manual. This is currently under review.
21. Alterations to these Conditions of Service
This document shall be kept under review by of the Employer/Trade
Union Liaison Group taking into consideration any subsequent national
agreements relating to adult education employees.
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